| Pub. Date | : October, 2021 |
|---|---|
| Product Name | : The IUP Journal of Organizational Behavior |
| Product Type | : Article |
| Product Code | : IJOB201021 |
| Author Name | : Sombala Ningthoujam1, Teena Singh2, Vikas Gautam3, Anupama D Raina4 and Maria Zafar5 |
| Availability | : YES |
| Subject/Domain | : Arts & Humanities |
| Download Format | : PDF Format |
| No. of Pages | : 18 |
In the current situation of Covid-19, it is clear as to how health professional warriors are fighting against disease, distress, social discrimination and many atrocities while upholding their profession and compassion. Moreover, they are exposing themselves to the risk of infection and death to save the lives of patients from a life-threatening disease. The study examines the relationship between work-life conflict and psychological health of healthcare sector employees and the flexible workplace arrangement. Further, it examines if there is any difference between those employed in public hospitals and those in private hospitals. Comparison of means using t-test, means, frequency and correlation analysis is done in order to achieve the study objectives. The results confirm low levels of overall conflict as well as family-work and work-family conflicts. With regard to comparison between government and private hospitals, a significant difference is found between the two at burnout levels only and not in terms of conflict and health.
Greenhaus and Beutell (1985) conceptualized Work-Family Conflict (WFC) as a form of inter-role conflict that arises when one's work and family roles interact and result in three sources of conflict: time-based, strain-based, and behavior-based, while investigating the work-life balance of doctors in the UK from the perspective of trainers and trainees.WFC is said to occur when one's work-related demands and responsibilities make it difficult for them to fulfil their family roles and responsibilities. Family-to-work Conflict (FWC) is the opposite (Pickering, 2006). Haar et al. (2014) found WFC to be positively associated with job as well as life satisfaction and negatively associated with anxiety and depression. They found these relationships across seven cultures. Further, examining the role of culture, they found two variables moderating these relationships: individualism/collectivism and gender egalitarianism. WFC has been found to be a potential cause of undesirable work-related outcomes like work dissatisfaction (Carlson and Kacmar, 2000), absenteeism, and intention to change jobs (Allen et al., 2000). Most studies have further identified work and/or family demands and responsibilities towards dependents as antecedents, gender and social support as moderators, and job satisfaction, job performance, and physical and psychological health as consequences of work-life balance (Brough et al., 2014).